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MMA Blog

EEOC Releases Final Rules for Wellness Programs Under ADA and GINA

Posted 05/24/2016

On Monday, May 16, the Equal Employment Opportunity Commission (EEOC) released final regulations (Final Regulations) under Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA) governing wellness programs. The ADA rules cover an employer's requests for health information from employees and the GINA rules cover requests for health information from family members.

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HR Technology: Top of the Shopping List for Employers

Posted 06/17/2015

Human Resources (HR) Technology has become a very hot topic. Companies must determine if they have the correct systems, such as benefit administration and payroll, in place to provide the appropriate data for the 2015 year-end mandated reporting to the IRS, forms 1094 and 1095-C. Each company now needs to be tracking information per employee per month back to January 1, 2015.
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The ACA's Impact on the Hospitality Industry: What Employers Should Know Now

Posted 06/10/2015

Since its inception, the Affordable Care Act (ACA) has created a great deal of confusion for employers. While most are feeling the burdens of the ACA, the hospitality industry has been particularly impacted by some of the law's provisions. With an industry characterized by high workforce turnover and a large percentage of hourly workers, hospitality employers will need to pay particular attention to the ACA's employer mandate provision and the upcoming 2016 reporting requirements.
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The Cadillac Tax: What We Know & What We Don't Know

Posted 04/13/2015

The Patient Protection and Affordable Care Act, or the "ACA", introduced a new term into our benefits lexicon: the Cadillac Tax. Beginning in 2018, the ACA imposes a nondeductible excise tax (the Cadillac Tax) on employers, health insurance issuers, and/or entities administering plan benefits if the aggregate value of applicable employer-sponsored coverage exceeds the specified threshold limit. The Cadillac Tax is equal to 40% of the aggregate value in excess of the threshold limit. In 2018, the threshold limit is set to be $10,200 for individual coverage and $27,500 for family coverage.

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Perspective: Oral Arguments in King vs. Burwell

Posted 03/10/2015

On March 4, the Supreme Court was once again the venue for the third (but probably not the last) round in the ongoing boxing match that is the Affordable Care Act (ACA). The rubber match is King v. Burwell. For 85 minutes the attorneys - Michael Carvin for the petitioners and Solicitor General Donald Verrilli for the government - dodged and weaved as questions were thrown at them by the justices: as is de rigueur for bouts in this forum, the lawyers spent more time answering hard questions thrown at them by eight members of the Court than actually arguing their respective cases. Clients, colleagues, reporters and even our kids ask for a prediction. But I refuse. Experience proves that you simply cannot read too much into the questions posed at oral argument.
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Congress Gets To Work On Affordable Care Act Amendments

Posted 01/13/2015

The 114th Congress with its 247 Republican Representatives and 54 Republican Senators appears to be fulfilling its promise to take a fresh look at the Affordable Care Act (ACA). Two bills introduced in the first work week in January demonstrate how quickly they want to do this.
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Identifying Industry Standards For the Measurement and Evaluation of Health Management Programs

Posted 01/07/2015

Proper measurement and evaluation are more important than ever in justifying program effectiveness and costs. But, what should we be measuring? There has been a lack of guidance and standards in this area resulting in many organizations having to struggle to identify the right outcomes in measuring the impact of their population health management efforts.
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Is My Wellness Program Going to be Sued by the EEOC?

Posted 12/03/2014

With the recent suit against Honeywell, you may be asking yourself, your CEO may be asking you, you may be asking your broker/consultant or wellness vendor "Is my wellness program liable to be sued?" Depending on who you ask, you might get different answers. The correct answer is, yes, it is possible the EEOC will sue you, or even an employee - but, wait - don't panic, that was always the case. I'll explain in a moment why this is probably the wrong question and certainly shouldn't be your major concern.

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